m i m Kirbhco Project Pg 14

8/6/2019 m i m Kirbhco Project Pg 14

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KRISHAK BHARATI CORPERATIVES

LIMITED:(KRIBHCO)

A8- 10 ,SECTOR 1,NOIDA U.P


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MA AR S NST TUTE F MANAGEMENT

PROJECT REPORT

ON

TO STUDY T E SAT SFACT ON LEVEL OF EMPLOYEES ON

PAY & ALLOWANCES

OF

R S A B ARAT COPERAT VE L MITED

(IMPROVING RURAL LIVELIHOOD

SUMBITTED TO: SUMBITTED BY:

RESPECTED RAKSHA SINGH

ANITA SAXENA MADAM ROLLNO.14035 BATCH :PG 14th

INDUSTRY GUIDE :

RESPECTED,

M.C KALASIR.


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I N:

I, ING , student of GD ession 2 2 ,

declare that the present work titled study the satisfaction level

of employee on pay allowance offered by IB C to

its employees is an original work. I anywhere else for the

award or any degree/diploma /certificate or for any prize have

not submitted this project report. ll the given in the report is

to the best ofmy knowledge all references whether of any

person or organization can be crosschecked.

ING

DAT :

PLACE:


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CKN LEG EENT:

Dedication , full devotion & hard work is essential for the completion of project but it is not possible without co-operation of others. So I havecompleted my project with assistance & co-operation of many people.

So very first I would like to express my sense of gratitude & loyalty to ourlearned and Great Director R.J. PODHAR for his great effort forcreating an educational & disciplined atmosphere in the institute.

Then I am thankful to S .ANITA SAXENA for giving me meaningfulguidance, assistance, indispensable supervision& the inspiration to me.

And I am also thankful to R. .C. KALA( CHIEF EXECUTIVE OFHR)Who has given me guideline for the project. And for giving his precioustime to me, by providing his confidential documents and all knowledgeabout the system of pay &allowances , I am deeply indebted to him for hisexcellent ideas and suggestion.

And I am also sincerely thankful to all team members of kribhco for providing me very friendly environment as I am the part of theirorganization.

I take this opportunity to all those who directly or indirectly helped me

during the course of this task.

It has been really a great learning & value addition while working on thisProject.

RAKSHA SINGH..


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TABLE C NTENTS:

C APTERS PAGE N .

.EXECUTIVE SU ARY 6

2. STATE ENT PR BLE 7

3. INTR DUCTI N 9

4. VERVIE C PERATIVE SECT R 2

5.C PANY PR FILE

6.C PANY BACKGR UND 29

7. PAY AND ALL ANCES 42

.PAY AND ALL ANCES FFERED BY

KRIB C . 45

9.RESEARC ET D L GY 3

.DATA C LLECTI N AND ANALYSIS 7

.FINDINGS 100

12.REC ANDATI N 102

13.C NCLUSI N 108

14. BIBLI GRAP Y 110

15.APPENDIX 112


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EXECUTIVE SU ARY:

The project is done for the partially fulfillment of my ciruculum of

full time PGD program at I , Noida.The training was

conducted in KRIB C which is a well known fertilizer

organization ofIndia.The project give the introduction of pay

allowances offered by the organization followed by the company

profile Research ethodology.The project research is performed

with the sample size of 50 people. The Sampling frame consists of

the employees working in the organization at all levels.For the

collection of primary data, a questionnaire is made secondary data

is collected from the .R documents of the organization

internet.

The objective is to know the satisfaction level of employees on

pay allowances offered to them by their organization the

changes they want in the system of pay allowances.

The final conclusion is that the system of pay allowances offered by

the rganization is very nice but it needs certain changes with the

Changing needs of employees.


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STATE ENT F PR BLE :

Why I chose to know the satisfaction level of employee on their Pay &

Allowances offered to them for my study:

asically, Pay means any form of periodic payment from an employer to

an employee, which may be specified in an employment contract .In other

words we can say getting any specified amt. for doing the work for the

organization. Allowances can be said sum set aside for an ocurrence that

may or may not come to pass.

It is important to study this topic to know about what other benefits

employees are getting from the organization . Pay is something for which

employees work in the organization & if they satisfied with it ,they

become loyal to the organization.Satisfied Pay make them loyal to the

organization & allowances make them feel that organization really care

about them.

I chose this aspect for project as in the long run,I wish to make the career


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in one of this field of Pay & Allowances given to the employees. So, when

this wonderful opportunity came my way,I decided to take it up as a part

of my summer internship Project, Keeping in mind my Long term career

Goal.


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INTR DUCTI N:

PAY ANDALL ANCES:

Remember, your first day when you get pocket money from your parent

to spent as per your will? It becomes a most happiest moment of ur life.

Likewise, when you enter in any organization , you must be getting a pay

for doing your work according to the organization rules & regulation that

can be in child case amt. that parents must have to spent on them. ut , apart

from this when child get something which he or she can spent on their wish

or on certain specific purpose , how happy the child becomes

i.e.Allowances. likewise is the case with employees on getting the Pay they

feel happy but when they receive allowances they feel happy as well as

satisfied as it make them feel that organization really care about their needs

& requirement.

In this competitive world , organization must do something to attract

employees to the organization . For this organization must make employees

feel that they are not only workmen but they really care about them.


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So ,organization must give different types of benefits as allowances to

make their employees feel how special they are for their organization & they

can feel omfortable while working in the organization.

Hence, good pay & allowanes make them feel working for

someone who really cares about them.


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AN VERVIE F C PERATIVE SECT R:

A cooperative is an autonomous association of persons united

voluntarily to meet their common social and cultural needs and

aspirations through jointly owned and democratically controlled

enterprises.

Cooperatives are based on the values of self-help, self-

responsibility, democracy, equality and solidarity.

VALUES AND PRINCIPLES:

Cooperatives are based on the values of self-help,

democracy, equality, equity, and solidarity.

Cooperative members believe in the ethical values of

honesty, openness, social responsibility, and caring

for others.


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PRINCIPLES:

The cooperative principles are

guidelines by which cooperatives put their values into

practice.These principle are:

Principle I : Voluntary and Open Membership

Cooperatives are voluntary organizations, open to all

persons able to use their services and willing to

accept the responsibilities of membership without

gender, social, racial, political/religious

discrimination.

Principle II : Democratic Member Control

Cooperatives are democratic organizations controlled

by their members, who actively participate in setting

their policies and making decisions. Men and women

serving as elected representatives are accountable to

the membership. In primary cooperatives members

have equal voting rights (one member, one vote) and


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cooperatives at other levels are also organized in

democratic manner.

Principle III : Member Economic Participation

Members contribute equitably to, and democratically

control, the capital of their cooperative. They usually

receive limited compensation, if any, on capital

subscribed as a condition of membership. Members

allocate surpluses for any or all of the following

purposes; developing their cooperative; benefiting

members in proportion to their transactions with the

cooperative; and supporting other activities approved

by the membership.

Principle IV : Autonomy and Independence

Cooperatives are autonomous, self-help organizations

controlled by their members. If they enter into

agreements with other organizations, including

governments, or raise capital from external sources,


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they do so on terms that ensure democratic control by

their members and maintain their cooperative

autonomy.

Principle V : Education, Training and Information

Cooperatives provide education and training for their

members, elected representatives, managers, and

employees so they can contribute effectively to the

development of their cooperatives. They inform the

general public particularly young people and opinion

leaders about the nature and benefits of

cooperation.

Principle VI : Cooperation Among Cooperatives

Cooperatives serve their members most effectivelyand

strengthen the cooperative movement by working

together through local, national, regional, and

international structures.


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A BRIEF PR FILE F RGANIZATI N:

ESTA LISH ENT 17 TH APRIL, 1980

CHAIR AN SHR I CHANDRA PAL SINGH

ANAGING DIRECTOR SHRI .D SINHA

HEADQUARTER NOIDA

PRODUCTION PLANT HAZIRA,GUJARAT

PRODUCT RANGE UREA,A ONIA, SEEDS& IO-FERTILIZER

ADDRESS: KRIBHCO BHAWAN, A8-10,SECTOR-1,NOIDA

PHONE NO. 0120-2534613/14/22

WEBSITE: www.kribhco.org

ANNUAL PRODUCTION OFUREA& A ONIA PLAN

17.29 LAKH T, 10.03 LAKH T.

FINANCIAL PERFOR ANCE(2007-08)

RS.209.20 CRORE

SERVICES PROVIDED FAR ERS SERVICES & RURALDEVELOP ENT.

TOTAL E PLOYEES 1500


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of India laid the Foundation stone on FEBRUARY 5,

1982.KRIBHCO is an ISO 9001-2000.ISO 9OO2 & ISO

14001 CERTIFIED CO PANY.


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MISSION:

To act as a catalyst to agricultural and rural

development by selecting, financing and managing

projects that are both socially desirable and

commercially profitable.

VISSION:

We want to be a world class organization that

represents the farmer community and maximizes

returns t them through speciliazation agricultural

inputs and products and other diversified

businesses that maximize stakeholder value.


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BJECTIVE:

y To increase the urea installed capacity,

maintaining its market share.

y To ensure optimum utilisation of existing plant

and machinery.

y To diversify into other core sectors like power,

LNG terminal / port, chemicals etc.


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PR DUCT RANGE F KRIB C :

1. BI -FERTILIZER:

Different products of bio fertilizers are:

AZOTOBACTER

AZOSPIRILUMRHIZOBIUMPHOSPHORUS SOLUBILIZING MICRO-ORGANISM

2. SEEDS:

The maincrops underseedproduction are:

WHEATPADDYPULSES:-

i. Gramii. Pea

iii. Arhariv. Moong.

OILSEEDS:-

i. Mustard


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ii. Soyabeaniii. Castor

3. UREA.

4. A NIA.


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Annual re-assessed capacity for Urea and

Ammonia is 1.729 million MT and 1.003

million MT resepctively, the total Project cost

was Rs. 890 crores as against the estimated cost of

Rs. 957 crores. This shows a saving of

Rs. 67 crores (approximately 7%) in Capital

Cost of the Project. The trial production commenced

from November, 1985 and within a very short time

of 3 months, the commercial production commenced

from March 01, 1986. Since then, it has excelled in

performance in all areas of its operations.

Biofertilizer plant of 100 MT per year capacity

was commissioned at Hazira in August, 1995.

KRIBHCO has also completed the installation of

an expansion of the Bio-Fertiliser plant with an

additional capacity of 150 MT and the same

was commissioned in December,

1998 SeedProcessing plant are also in operation

in various state.


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ILEST NEANDAC IEVE ENT:

One of the World's largest and most modern

fertiliser plants in the Cooperative sector.

First in the country to achieve highest net profit

ofRs. 126.80 Crores in the year 1987-88 by any

fertilizer organisation.

Has achieved 30 Million of Urea production on

15.08.2004 milestone within a short period of

18.7 years from commecement of production.

Has achieved 30 Million tonnes of Ammonia

production on 19.03.2006 within a period of 20.3

years from commencement of production.


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KRIB C INVEST ENTS:

GUJARAT STATE ENERGYGENERATION LIMITED(GSEG):

KRIBHCO has an equity participation ofRs.48.75

Crores in M/S GSEG, which is power plant of capacity

156 MW situated at Mora near Hazira, Gujarat. The

other equity partner are M/S GPCL, M/S GSPC, M/S

GEB etc.

LOCATION MORA NEAR HAZIRA,

GUJARAT

CAPACITY 156MW

COST OF PROJECT RS.613 CRORE

JVC PARTNER KRIBHCO,GPCL

KRIBHCOS EQUITY 30%RS. 48.75 CRORE.

PLANT IS OPERATION SINCE

1992

KRIBHCO SHYAM FERTILIZERS LIMITED (KSFL):


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KRIBHCO along with M/s Shyam Basic Infrastructure

Projects Pvt. Ltd. Joint Venture company to acquire

ammonia - urea fertilizer complex of Oswal Chemical.

and Fertilizers at Shahjahanpur, with annual urea

capacity of 8.64 Lakh MT.

KRIBHCO Shyam Fertilizers Limited (KSFL) thus

formed has been registered on December 8, 2005.

KRIBHCO has 60% equity in the Joint Venture

Company and management control. Balance 40%

equity is held by M/s Shyam Basic Infrastructure

Projects Pvt. Ltd.

Total equity contribution of the society is

Rs. 420

Crore.

NAGARJUN A FERTILISERS AND CHEMICALS LIMITED

(NFCL):

Society has an equity participation ofRs.10.00

crores in M/s. NFCL,which is involved in

manufacturing a wide range of plant nutrients and


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low toxicity plant protection product.

OMAN INDIAS FERTILIZER COMPANY(OMIFCO):

KRIBHCO alongwith IFFCO as Indian partner and M/S

Oman Oil Company has set up a joint venture

fertiliser plant known as OMIFCO of capacity 5060

MTPD Urea and 3500 MTPD Ammonia in Oman. Total

equity contribution of the Society is US $ 69.5 Million.

.


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A ARDSGIVENT KRIB C :

Environment Protection

Safety

Energy Conservation

Productivity

Industrial Relations

Others

.


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Evironment Protection

FAI Environmental Protection Award 1989, 1991 & 1993

KRIBHCO has bagged the Gopalakrishna Singhania MemoEndowment

Award given by Indian Merchants Chamber for Outstanding

contribution towards control of Air and Water Pollution in Fertiliser

Industries for the year 1990-91.

Nehru Memorial National Award 1993 for control of pollution aenergy.

Award by Council for Ecological Futurology and Environment Dedication to Environment-2001.


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MEMBERS IP FKRIB C [email protected]

HEAD OFFICE & CENTRAL MARKETING OFFICE:

.S.N . NAME DESIGNATI N

1. DR. C ANDRA PALSING C ARIMAN

2. S RIB.D. SIN A MANAGINGDIRECT R

3. S RIR. KAMRA MARKETING

DIRECT R

4. S RIA.KGUPTA FINANCE

DIRECT R

5. S RI T.PSING C IEFVILIGANCE

FFICER.

6. S RI S.DNANGIA EXECUTIVE

DIRECT R(TEC )

7. S RI C.PSING GENERAL

MANAGER(TEC )

8. S RI B. PRASAD G.M.(PR J)


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9. S RIS. JAGGIA G.M(P )

10. S RI D.PSING G.M(TEC )

11. S RIS.KGARG G.M(MKTG)

12. S RIV.K S AMINAT AN G.M(F&A)

13. S RI G.SKATARYA G.M(MKTG)

SIN AMANAGINGDIRECT [email protected]

V. P.SING MARKETINGDIRECT [email protected] R

120-254492907SRI S. D. NANGIAGENERAL

MANAGER (TECH)[email protected] C GENERAL MANAGER ( PROJ 0120-252420409SRI B.PRASADGENERAL MANAGER (PO)[email protected]

GENERAL MANAGER (TECH)[email protected] MANAGER(MKTG)[email protected]

SRI.S.K.GARGGENERAL MANAGER(F&A)

skgargkribhco.net0120-253461613

SRI.V.K.SWAMINATHANGENERAL MANAGER(F&A)[email protected]

SRI.G.S.KATARYAG


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ENERAL MANAGER (MKTG)[email protected]

[email protected]


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CORPORATE SOCIAL RESPONSIBILITY OF KRIBHCO:

Krishak Bharati Coopertive Limited (KRIBHCO) is the worlds

premier fertilizer producing cooperative having outstanding

track record to its credit in all spheres of its activities.

KRIBHCO has fully imbibed the cooperative philosophy and

has made sustained efforts towards promoting the cause of

modern agriculture and agriculture cooperatives in the

country.

Having its genesis in farmers cooperatives, social development

and humane facets have always been of prime focus in its

growth and philosophy an organisation which owes its

existence to the farmers, by the farmers and for the farmers

of this great country.

SERVICES TO COOPERATIVES AND FARMERS:

The Society since inception has made vigorous efforts

towards the development of farm technologies and other

welfare schemes for upliftment of the farming community.

Over 1600 programmes on crop seminars, farmers

meetings, block demonstration, field days, Kisan Melas,

farmers visit, agriculture campaigns health checkup


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campaigns, veterinary health check up camps and income

generation programmes etc. have been conducted which

have benefitted about 2.5 lac farmers across the country.

Around 400 programmes on cooperative conference,

workshops and state consultative committee meetings have

been organized with a view to strengthen the cooperative

system.

A variety of facilities like farm implements, furniture,technical assistance towards improvement in godown

facilities etc. are being provided to the economically weaker

societies.

Around 50,000 soil and water samples have been tested

and recommendations made available to the farmers to

improve and enhance their produce.

Krishak Parivar Sangams have been organized in 14 states

on the theme dry land farming and farm technology.

KRIBHCO has established Krishi Paramarsh Kendra at its

corporate office for facilitating farmers in providing

information and advise on micro nutrients soil testing, soil

improvement, latest farm technology through internet and

also KRIBHCO Kisan Helpline.


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SEEDS MULTIPLICATION PROGRAMME:

With a view to provide quality certified seeds of main crops to

the farmers, KRIBHCO has established most modern seed

processing plants situated in 9 states. From a modest

production of 2,982 Qtls of quality seeds in 1991-92,

KRIBHCO today provides 1.54 lakh Qtls of the quality seeds to

the farmers annually.

GRAMIN VIKAS TRUST (GVT):

KRIBHCO established Gramin Vikas Trust which is

managing Rural Development Rainfed Farming Projects

which are jointly funded by DFID and KRIBHCO. The

primary objective of GVT is to enhance livelihood and

elevate poverty of the tribal and rural population in the

rainfed regions of the country through facilitating farming

systems, development and research, institution building

and beneficiary participation.

The GVT projects have successfully developed JANKAR

system whereby village volunteers are trained and equipped

to take forward the project intervention and dissemination

of project approaches and technologies so that they can act

as animator for the development programmes.


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BIO-FERTILISERS:

Continuous promotional and educative programmes are

being conducted to increasingly make farmers aware of

benefits derived through use of bio-fertilisers.

KRIBHCO has established Bio-fertiliser Plants in order to

provide eco-friendly and cost effective fertilizers. The

tremendous efforts putforth by KRIBHCO in this direction

has been acknowledged for three consecutive years byNational Productivity Council by awarding first position to

KRIBHCO for production, marketing and promotion of bio-

fertilisers in the Nation.


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Pay & Allowances plays an integral role in the working of

an organization.

Any renumeration paid by an employer to his employees in

consideration of his services is called pay. It means any form of

periodic payment from an employer to an employee which may

be specified in an employment contract. In other words, we can

say getting any specified amount for doing the work for an

organization.

Payment in cash made by the employer to his employees

monthly other than salary, is called an allowance. It is a fixed

sum of money paid regularly in addition to salary for the

purpose of meeting some particular requirements connected

with the services rendered by an employee. In other words,

allowance is an amount of money set aside for a designated

purpose .Because money is ever a scarce & valuable

commodity . The general concept of one period who has the

authority to decide what to spend it on( that is , who has the


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power of the purse) allowing another person to have some

(for whatever reason) is often referred to as an allowance.

Thus every organization should focus on their system of

Pay & allowances for betterment of the organization


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PAYAND ALL ANCES:

PAY SCALES:

The existing pay scales of different categories of employees are givenbelow:-

CATEGORY GRADE SCALESOF

PAY(RS.)

BOARD LEVEL DIRECTOR A 27750-750-31500

B 25750-650-30950

NON BOARD LEVEL DIRECTOR B 23750-600-28550

OFFICERS C 21500-600-26300

D 20000-500-25000

E 18500-450-23900

F 17500-400-22300

F1 16000-400-20800


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G 14500-350-18700

G1 13500-350-18050

G2 10750-300-16750

H 9100-250-14600

WORK EN H1 8200-220-12380

I 7600-210-11590

J1 7100-175-10425

K 6600-150-9450

L 6400-130-8870

L1 6050-110-8360

5300-90-7190

N 4900-80-6580

O 4100-70-5570

PERKSANDALL ANCES

S.N . ALL ANCE&

PERQUISITES

PERI DICITY

FPAYMENTPERCENTAGE FBASICPAY

INDIFFERENTGRADES

GR. GR. GR. GR.


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A&B(Boardlevel)

B(NB),C&D(JG )

D toH

H1 to O

01

CONVEYANCEALLOWANCE

ONTHLY .. . 12% 12%

02TRANSPORTALLOWANCE

ONTHLY .. .. 3% 5%

03

CANTEENSUBSIDY ONTHLY 7% 7% 5%

04WASHINGALLOWANCE

ONTHLY

30%

3% 3% 4%

05NEWSPAPER &PERIODICALS

ONTHLY3% 3% 4%

06EDUCATIONALLOWANCE

ONTHLY2% 2% 2%

07

FURNISHINGALLOWANCE

ONTHLY15% ..

08LTC/LTE YEARLY 20% 20% 20% 18%


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TOTAL 50% 50% 50% 50%

INCREMENT:

Employee shall be entitled to annual increment in accordance with

the incremental rates specified in various pay scales.

The first increment shall be awarded to kribhco employees on

initial appointment subject to satisfactory completion of probation

period in the following manner;

4.6.0HOUSE RENTALLOWANCE:

KRIBHCO employees shall be entitled to HOUSE RENT

ALLOWANCE at the following rates depending on their place of posting or

actual rent paid, whichever is less , subject to the condition that 10% of their

basic pay shall be borne by the employee.

CLASSIFICATION CITIES/TOWN RATESOFHRA

A-1 30% OF BASIC PAY


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AH EDABAD,BANGALORE, HYDERABAD,

KANPUR, LUCKNOW&NAGPUR. 25% OF BASIC PAY

A,B-1,B-2 & AJMER,ALIGARH,AMRAVATI,

BHAVNAGAR,BHUBANESHWAR,BIKANER,

CUTTACK, DURAPUR,GUNTAR,JAMSHEDPUR

KOLHAPUR, KOZHIKODE,MORADABAD,MYSORE 15% OF BASICPAY

RAIPUR& WARANGAL.

Employees staying in their own houses or in the houses owned by his/her

spouse or dependent children are also entitled to HRA at 100%.

4.7.0LEASED ACCOMMADATION:

Key official of the society holding in grade E&A are entitled to society

leased/self leased accommodation at the following rates in diffirent class of

cities:

GRADE PLINTH

AREA

MONETORYCEILINGPERMONTH

A1CITIES ACITIES OTHERS

Board level

A 1900 stf RS 21000/- - -

B 1900 stf RS 19600/- - -

Non board


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level

B 1900 stf RS 19600/- RS 9400/- RS 6800/-

C 1200 stf RS 12000/- RS 8200/- RS 5800/-

D 1200 stf RS 11250/- RS 7200/- RS 5200/-

E 1200 stf RS 10500/- RS 7000/- RS 5000/-

4.8.0FLAT RATESOFLICENCEFEEFOR

RESIDENTIALACCOMODATIONPROVIDED INTHE

TOWNSHIP:

The licence for society accommodation in township will be

computed & charged based on the formula given in 45A , as

amended from time to time & the notification issued thereunder by the

Govt. ofIndia.

4.9.0CITY COMPENSATORY ALLOWANCE:

CCA is payable at the following rates:

BASICPAY

RANGE(RS)

CLASS OF CITIES

A-1 A B-1 B-2

Below RS 4000 90 65 45 254000-5250 125 95 65 35

5251- 6499 200 150 100 65

6500& above 300 240 180 120

The classification of cities for payment of CCA as notified by Govt.


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of india from time to time shall be followed.

4.10.0NON PRACTICINGALLOWANCE:

NPA forMedical doctor is payable as under:

BASICPAYRANGE(RS) ENTITLEMENT(RS)

UPTO 5000 1000/-

5001-6500 1250/-

6501-9500 1330/-

9501& ABOVE 1500/-

NPA will count as pay for the purpose of D.A, gratuity and P.F.

CASH HANDLING ALLOWANCE:

Employees who are handling cash at HO/CMO/SMO/Area

offices/KBSKs & plant at surat are entitled to cash handling

allowances at the following rates with effect from 01/04/2003.

AMOUNTOFMONTHLYCASH

DISBURSED.

RATESOFCASH-HANDLING

ALLOWANCES.

(a)upto RS 50,000/- RS. 75/- p.m

(b) over RS. 50,000/- & upto RS.5,00,000/-

RS. 200/- p.m

(c)over RS 5,00,000/- RS. 250/-p.m

Cash Handling Allowances will not be treated as part of wages.It will be


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payable so long as a person handles cash.

4.12.0SHIFT ALLOWANCES:

Employeess of KRIBHCO who are required to work on shift dutiesother than those coming in break shift shall be paid shift allowance atthe following rates:

1st

shift morning RS. 30.00 per shift

2nd

shift evening RS. 30.00 per shift

3rd

shift night RS. 50.00 per shift

Employees of medical Departmental who are coming in break shift & are

attending duties from 8.30 A.M to 1.00 P.M. & 4.30 P.M. to 7.00P.M. shall

be paid break shift allowances @ RS. 7/- per day .

4.13.0SPECIALALLOWANCEFORWORKING LONGERHOURS:

Employees of plant who are required to work for 48 hours in a

week, shall be entitled to Special allowance on the following terms

& condition :

1.Special Allowance to the unionized category of employees(grade N to


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H1) shall be at the rate of 1.30 times of the highest increment admissible

in the respectives scales of pay(grade) held by the employees. However, in

respect of officers, special allowance shall be restricted to the amt. as

applicable to highest O.T category of employees.

2.The special allowance will be admissible only till an employee continues

to work under the system of 48 hours weekly working & shall ceases to be

paid to an employee from the date he is shifted to a system of less than 48

hours of work in a week.

3.The special allowance shall not count for computation of any other

allowance or perquisite or entitlement or for any other purposes whatsoever.

4.14.0O

VERTIM

E:

The Management reserves the right to require any workmen work on

overtime including work on weekly holidays & festivals holidays in

accordance with the instructions of the management issued from time to

time. He is also liable to be called for duty at any time.

GENERAL PRINCIPLES:

The overtime work &payment of overtime pay is regulated by the provisions

of the FACTORIES ACT, in case of plant, delhi shops & establishments act


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in case of delhi offices, & state shops & establishment act in case of states

offices.

ELIGIBILITY FOR OVERTIME PAY:

The workmen of all the departments both in Administrative offices & in

plant in grade H1 & below shall be entitled to overtime pay for the work

done beyond normal working hours.

OVERTIME TO DRIVERS ATTENDI NG DUTIES OUTSIDESTATION:

In case drivers has to work for more than the period of normal

duties while attending outside duties with officers on tour, he shall

be eligible for payment of OT as per rule.

4.15.0INCIDENTAL EXPENSES IN LIEUOFCOMPENSATORY OFF:

If a workman in HO/ marketing offices is asked to perform duties

on a holiday/weekly off day, he shall be entitled for a compensatory

off or payment of incidental expenses in lieu of OT as under. The

departmental/sectional heads shall ensure that atleast 4 hr. is required

to be put in by the employee concerned on that day.


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2.0 frequency:

2.1 LTC/LTE will be available once in a year.

2.2 There will be no grace period for availing LTC/LTE.

4.17.0MEDICAL ASSISTANCE:

1.0An employee shall , in respect of ailment, diseases, injury, befalling

him or any member of his family, be eligible for the reimbursement of:

(a) fee paid by him to an authorized medical practitioner forconsultation

at his clinic & at the employees resisdence, in case of emergency

whether at his clinic or at the employees resisdence.

(b) Fee paid for injection, dressing or minor surgery.

(c) Fee paid for radiology & pathological test etc.

(d) The cost of medicine except the items of inadmissible

medicines/preparations, drugs, preparation classified as

food,tonics,toilet preparations, disinfectants, laxatives or other

elegant preparation.


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2.0The reimbursement of medical expenses for routine treatment to an

employee shall be a maximum of rs. 4500/- for a family of 3 or more

member & a maximum of Rs. 2,250 for the family of two & below , per

financial year.

3.0SPECIALISED TREATMENT:

In addition to the medical assistance as detailed above, & an employee

or his dependent family member suffering from chronic/ prolonged

illness/preventive vaccination or the prescribed diseases may get the

medical treatment for such diseases medical officers/ specialist/

nursing home or any treatment taken with the reference of medical officers

of KRIBHCO. For such specialized medical treatment, the employee is

required to apply for grant of special medical sanction in advance

4.0 An employee & the dependent members of his family shall ordinarily be

entitled to medical assistance & treatment as is available in kribhco

Township hospital on production of identity card/ medical card.In case of

outstation emergency, employees have to inform at the earliest

opportunity available.

5.0In case of dependent parents, the reimbursement shall be restricted to

RS. 40,000/- per annum. Full reimbursement in this regard shall be made


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for the initial expenses of RS. 15000/- and subsequently, 50%

reimbursement of the expenditures over & above this amt., subject to limit

of KRIBHCOs total contribution of Rs. 40,000/- in a year.

6.0Apprentices, who are taken on apprenticeship traning under the

Apprentice act 1961 & the trainees who are taken on traning under a specific

training programme of the society for a specific period, will be provided

medical assistance for self only as admissible to other KRIBHCO employees

& not for any other dependent family member.

CRITERIA FOR DEPENDENTS FORMEDICAL ASSISTANCE:

Family for the purpose of admissibility of medical assistance means the

wife or husband( as the case may be) of the employee & children &/ or

parents of the employee where children or parents of the employee are

completely dependent on such employee.

The following criteria shall be the general application regarding the

admissibility of medical assistance to father,mother,sons& daughters who

are completely dependent on the employee.

I. FATHERSHALL BETREATMENTASDEPENDENTONLYIF:


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(a) he is above the age of 58 yr. unless he is disabled to the extent that

he is unfit for any suitable employment.

(b) he is not employed or engaged in any full time gainful

employment or & vocation

(c) he normally resides with the employee his total annual incomeincluding the income of his wife

(employees mother) does not exceed RS. 18000/-.

(d) he is not entitled to any medical assistance from any

source,whatsoever, except the normal medical facilities

provided by the state to general public &

(e) he is not dependent on wife or other son or daughter, or anyone

else, whosoever.

II. MOTHER SHA LL BE TREATED ASDEPENDENT ONLYIF:

(a)her husband is dependent on the employee or she is a widow.

(b)she is not employed or engaged in any full time gainful

employment & /or vocation.

(c) she normally resides with employees.


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(d) her annual income together with her husbands doesnt not exceed

RS. 18000.

(e)she is not dependant on any other son or daughter or anyone else .

III.DAUGHTER SHA LL BE TREATEDAS DEPENDENT ONLYIFSHEIS:

(a)unmarried

(b)Not more than 28yr. of age

(c)Earning less than 1,500/- per month

(d)Not dependent on anyone else

(e)Not entitled to medical assistance from elsewhere.

IV.SON SHALL BETREATEDASDEPENDENTONLYIFHE IS:

(a)unmarried

(b)not more than 28yr. of age

(c)Earning less than 1,500/- per month

(d)Not dependent on anyone else

(e)Not entitled to medical assistance from elsewhere.

V. female employee shall be given a choice to include either parents or

parents-in-law as dependent family members for the purpose of availing


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medical assistance being provided by the society.

VI. Family means employee,s spouse(wife or husband, as the case may be)

& the children including legally adopted & / or parents of the employee &

where children & /or parents of the employee are completely dependant on

such employee.

VII. Employee has to furnish declaration at the time of joining the service of

KRIBHCO , about his dependents as per the citeria laid down in the

prescribed form. Any change in the original declaration shall be

promptly intimated to the management.

4.19.0OFFICE-CUM-RESIDENTIALACOMMODATION

FACILITYFORFIELDSTAFF:

Field marketing executive ,Sr. Field Representatives/ Field

Representatives/ jr Field Representative posted at locations other than

KRIBHCO offices shall be provided office-cum-residential

accommodation & they shall be paid in addition to their entitled HRA an

additional allowance at the following rates:-


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(a) state capital / Divisional Head Quarter RS. 700/- p.m

(b) othe places RS. 625/- p.m

4.20.0 RULESFORALLOMENTS/ CHANGESOFHOUSESINKRIBHCOTOWNSHIP, SURAT:

(i) ENTITLEMENT-

(a)Employees belonging to the essential categories will

be given preference for allotment of houses in KRIBHCO.

Township.

(b)Allotment of the houses will be on the basis of grade

seniority.

(c)Grades wise entitlement of houses are given

hereunder;

GRADES TYPES OF QUARTER

J&K A & A1

G2 , H, H1, &1 B & B1


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G1, G & F1 C & C1

D,E& F D & D1

JGMs DELUXE BUNGLOW

C & ABOVE EXECUTIVE BUNGLOW

The entitlement shown in para (c) above is eligibility of entitlement

of an employee.

(d) Employee who accept the house of lower caterory due

to non availability of entitled class, will have

preference for alloment over his other colleagues in

thesame grade who have refused alloment of lower

category houses alongwith him as per the date of

appointment. Such employees will also have

preference over employees who are staying

outside the township & opt for the house in

township.

(ii) ALLOTMENT-


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(a) Alloment of quarters will be strictly on the basis of grade

seniority at KRIBHCO , surat.In case there is a tie between employees

whose date jonining / promotion in grade is the same, the date joining/

promotion of such employees will be taken in previous grade .In case

date of joining & promotions etc. Are same , then occupancy of quarter in

township will be taken for allotment of houses.

(b) If an employees is entitled for higher type of quarter, but the same is

not available or allotment due to shortage , such employees will get first

preference for allotment of houses of entitled category , whenever

available.

(c) If an employee on allotment of quarter is not willing to occupy,

the same will be allotted to the next employee & the employee who

refuses to take possession of the quarter will be debarred for future

allotment to any type of house for a period of one year of debarring &

the employee will fall in the seniority list alongwith all other eligible

employees thereafter.

(d)while allotting quarters , data of joining / promotion in the grade


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will be considered.In case there are candidates in different scale of pay

entitled for the same time of houses i.e on promotion from G2 , H , H2

grade to G1 grade entitled for c type quarters, employees in (previous

grade) G2 will be given preference. H & H1 grade will be considered at

par.

(e) Other terms & conditions regarding allotment & occupation shall be

laid down by the management from time to time.

(iii) CHANGE OF HOUSES:

(a) In case a particular quarter falls vacant & more than one

employee apply for change of quarter.The rules as applicable for fresh

allotment of quarter will be followed.

(b) Changes of houses of a particular type will be permissible

only once.

(c) All the vacant C& D type quarters shall be notified for

change & shall be allotted to senior-most person as per ihe allotment

seniority.

(d) no changes of quarter from 1+1 to 1+1 inA& B type will be


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allowed.

(e) change shall not be permissible before completion of six

months of occupations in the same type of quarter.

(f)No mutual changes is permissible.

(g)Request for changes of quarter shall be received in prebcribed

form within stipulated period after the notice has been put on the

notice board.

(h) after letters of allotment/changes are issued, the concerned

employee should shift to the allotted quarter with seven days

positively, failing which the allotment/changes shall be

cancelled he may be debarred from such allotment/ changes for

the period of one yr.

(iv) RESERVATION:

4 Nos. of houses each in A& BTypes , 3 nos. of houses in C Types

& 2 nos. of houses will be done at the discretion of competent

Authority.


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4.22.0 FACILITIES AVALABLE FOR RETENTION OF

RESIDENTIAL ACCOMODATION ON CESSATION OF

SERVICE/ TRANSFER:

Employees on cessation of their service shall be allowed to retain

the company leased/ self leased/ township accommodation on the

occurrence of any of the events specified below:

EV

ENT

S PERMI

SSIB

LE PERIOD

Resignation, dismissal or Removal

From service, termination of service or one month

Autho-rised absence without permission.

Retirement/end of tenure four month

Death of the Allottee six month

Transfer Two month

Beside the above, the (RS.) following facilities to executives in the rank

ofJGM & above shall also be available on their superannuation / after

completion of tenure.


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4.23.0 TRAVELLING ALLOWANCE/ DAILY

ALLOWANCE:

Employees while on tour shall be entitled to traveling & daily

allowance as per the rule on the subject.The salient feature of the same

given below:-

SANCTION FOR TRAVEL:-

Every employee proceeding on tour shall get his tour programme approved

by his controlling officer before proceeding on tour.

MODE OF JOURNEY:-

Employees , while on tour, shall be entitled to travel by the mode or class

provided in schedule I, & shall be reimbursed the actual air fare/Rail/ bus

fare by the shortest route. Any surcharge/ reservation & sleepercharge , if

incurred by the employee, shall also be reimbursed at actuals.

The shortest & most usual route & the most usual means of transport shall

ordinarily be used. However, in emergent & special circumtances , & in the

exigencies of work, the controlling officer may permit an employee to travel


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by a mode other than to which he is ordinarily entitled to as laid down in

schedule I provided that for journeys by train an employee shall under no

circumstances be allowed to travel by a class higher than his own

entitlement.

CASH ALLOWANCE:-

Rates of lodging & cash Allowance admissible to different categories of

employees have been mentioned for each category in Schedule II.

TRAVELLI NG ALLOWANCE TO EMPLOYEES OF KRIBHCO:-

Schedule I

GRADE/

SALARY/PAYRANGE.

CLASS BY WHICH

ENTIT

LEDT

OTRAVEL.

VECHICLE BY

WHICH EN

TITLEDTO TRAVEL BY

ROAD.

Officers in grades F1 &above drawing a basic

pay of RS. 17,500/- permonth or more.

By Air or AC 1st

classby train.

Public taxi/ own car.

Officers in grade F1drawing a basic pay less 1

stclass/ II AC by Public taxi/ own car.


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than RS. 17,500/- permonth, G & G1.

train.

Officers in grades G2& H & other employeesdrawing basic pay ofRS. 7275/- & above.

1st

class / II AC by train 3 wheeler AutoRickshaw/ cyclerickshaw.

Employees drawingbasic pay in the rangeof Rs. 6400/- to Rs.7274/-.

Second class/ sleeperclass( non AC)

Public bus/ autorickshaw whereavailable/ cyclerickshaw.

Employees drawingbasic pay of Rs. 6399/-& below

Second class/sleeperclass(non AC)

Public bus/ cycleRickshaw.

Schedule II

CATEGORY GRADE CLASSOFCITIES

LODGINGCHARGESAGAINSTRECEIPT.

LODGINGCHARGESWITHOUTRECEIPT

CASHALLOWANCE(BOARDING,CONVEYANCE&

INCIDENTAL)


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01. 02. 03. 04. 05. 06.

I-A A

,B&C A

,B,C&D At actual 325/- 490/- or

I-B D& E A At actual 175/- 390/-

B Equivalentto

175/- 340/-

C star 175/- 300/-

D Hotel 175/- 265/-

II-A F A 1600/- 145/- 390/-

B 1700/- 145/- 340/-

C 960/- 145/- 300/-

D 640/- 145/- 265/-

II-B F1 A 1200/- 125/- 300/-

B 920/- 125/- 265/-


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C 715/- 125/- 245/-

D 495/- 125/- 210/-

III G,G1,G2&H A 960/- 90/- 245/-

B 720/- 90/- 210/-

C 580/- 90/- 175/-

D 385/- 90/- 145/-

IV H1& I A 720/- 60/- 175/-

B 540/- 60/- 145/-

C 435/- 60/- 135/-

D 285/- 60/- 125/-


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V K,J&J1 A 400/- 45/- 155/-

B 300/- 45/- 135/-

C 245/- 45/- 110/-

D 160/- 45/- 90/-

VIL&BELOW A 320/- 45/- 135/-

B 245/- 45/- 110/-

C 190/- 45/- 90/-

D 130/- 45/- 90/-

NOTES:-

01.The ceiling rates of accommodation charges are

exclusive of service charges, taxes which are reimbursable.

02.When boarding charges are claimed on actuals in

special Cases only 35% of column 6 is admissible as cash


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Allowance .

03.When conveyance is also claimed on actuals or provided

by The offices besides boarding charges at actuals, only

25%Of column 6 is admissible.

04.* Officers in Grade A,B& C shall have the option to claim

boarding & loading expenses at actuals or rates applicable

to them.

4.24.0 FOREIGN TRAVEL RULES:

KRIBHCO Foreign travel Rules shall be apply to all employees who

are on the permanent roll& members of the Board of Directors of

KRIBHCO who are undertaking journey to foreign country for

Attending traning programmes/ seminars/conferences/Tours &

For business assignments & such other purposes as may be approved

By the compentent authority.

PERIOD OF TOUR:

Employees shall be treated on duty while on tour abroad for the

period of actual duration of stay abroad for the approved purposes


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of travel.The tour programmes of the employees proceeding abroad

for official tour will require prior approval of the competent

Authority.

ENTITLEMENT OF AIRJOURNEY:

1. chairman / vice chairman/ managing Director : 1st

class

2. Directors including functional Director/ executive

directors/ General managers. : Business class

3. other employees : Economy class

DAILY ALLOWANCES FOR DIFFERENT PURPOSES OF FORIGNTOUR:

The entitletement of Daily allowance for different purposes of Foreign tour

will be as per Annexure given herein below.The amt. of Foreign

exchange released would cover room rent, local transport expenses on

official journey, airport taxes out ofIndia, contingency expenditure, official

telephone calls,food,etc.& the same is to be accounted for in the following

manner on return from the foreign tour:

1.ROOM RENT:

The claim for room rent including any taxes on room rent shall be

supported by vouchers. The room rent should not be than 25% of the

per diem rate allowed.


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2.LOCAL TRANSPORT , TELEPHONECALLS&CONTIGENCYEXPENSES:

Expenseson account of local transport, telephone calls, airport taxes

outside India & contingency expenses shall be restricted upto 20%

of the per diem rate without any documentary evidence. In case the

expenditure on these accouts exceed 20% of the per diem rate allowed,

the statement of expenditure is to be supported with vouchers.

3.EXPENSES INACCOUNT OF FOOD ETC.:

Expenses on account of food etc. shall be restricted upto 30% of the per

Diem rate, without any documentary evidences.In case the expenditure

On this account exceeds 40% of the per diem rate allowed, the statement

Of expenditure is to be supported with documentary evidences.

4.ENTERTAINMENT EXPENSES:

Advances drawn for entertainment expenses by the officers eligible to

Incur such expenditure, shall submit account with supported documents

& the unspent amount is to be returned to KRIBHCO in Foreign

Exchange only.


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5.KIT ALLOWANCE:

kit allowance shall be admissible at the rate of Rs. 1500/- for the first

visit & Rs. 750/- for subsequent visits.

6.CHARGES FOR EXCESS BAGGAGE:

Expenditure on excess baggage , if any, will be admissible only with

The approval of competent Authority.

DAILY ALLOWANCES FOR DIFFERENT PURPOSES OF FOREIGNTOUR:

ANNEXURE

S.NO

.

PURPOSE

OFT

RAV

EL

MAX.

DURATI

ON

ENTITLEMENT FOR COUNTRIES OTHERT

HAN NEIGH

BOUR

ING COUN

TRIES (

INUS $)

CHAIRMAN/M.D/ED/DIRECTOR

GMsINGR.C

JGMSTOMGRS.GR.FTO D

OTHEROFFICIALSUPTO F1

1. Business 45 days 500 350 280 245

2. Confefrence/Seminar

Actual no.ofdays ofconference

plus one day

500 350 280 245


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each transitboth ways.

3. Study Tour 30 Days 300 300 240 210

4. SpecializedTraning

30 Days 200 200 175 150

5.Registrationfee for

conference/Seminar.

At actual on documentary evidence

6. Course feefor training.

Maximum of US $ 5000

8.

IncidentalExpenses

US $ 300 only maximum, where full

hospitality( boarding,

lodging & to & fro AirTicket) is provided by the Host Organizationabroad including visits for board/ technicalcommittee meetings of the joint venturecompliance.

4.25.0LIVERIES:

Regular employees of KRIBHCO are issued uniform / protectiveclothings. The scale of uniform / protective clothing being issued are asunder:

S.NO. ITEM OTY. FREQUENCY

01. Shirt( full sleeves) (Gents)*


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Sarees (ladies) 3Nos. Yearly

02. Pants(gents)*Blouse piece

(Ladies) * 3Nos. Yearly

03. shoes / sandal ( for non tech

Staff) 1 pair Half-Yearly

04. shoes/ safety shoes(for tech.

staff) 1 pair Half - Yearly

05 socks 2 Pair Half- Yearly

06, jersey/pullover/cardigan 1 No. once in 3 Yr.

07. woolen clothing 1 No. once in 3 yr.

08. Rain Suit 1No. once in 3 yr.

09. Gum Boot for Employee 1 yr. once in 2 yr.

at site.

10. Towel As per norms Half- Yearly

11. Apron for para medical


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staff. 3 Nos. Yearly

12. Crash helmet #/ turban

cloth. 1 Nos. once in 4 yr.

* Stitching charges for Shirts/ Pants & Blouses Shall be paid at the rate

decided by the management from time to time or actual amt. spend by

the employee, whichever is less.

# Employees who are entitled & owning Auto Two- Wheeler vechicles

are issued a crash helmet/ turban cloth.

4.26.0ISSUE OF BRIEFCASE:

Officers in grade G & above are entitled to brief case for official use

as per the detail given below:

GRADE MAX. COST OF THE BRIEFCASE

E& D upto Rs. 910.00

F upto Rs. 770.00

F1 upto Rs. 700.00

G/G1 upto Rs. 630.00


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Field Representatives shall be allowed to have a briefcase for their official

use.The value of the briefcase to be provided to FRs shall not exceed Rs.

350.00 inclusive of taxes.

This facility would be extended once in 4 years.


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RESEARCH:

Research is a careful investigation or inquiry specially through search

for new facts in branch of knowledge.

It is also a systematized effort to comprises of defining & redefining

problem.

:Formulating hypothesis or suggested solutions, collecting , organizing &

evaluating data making deductions & reaching conclusions & at least

carefully testing the conclusions to determine whether they fit the

formulating hypothesis.

And the method, which is used in this research process is known as

RESEARCH METHODOLOGY.

OBJECTIVE OF RESEARCH:

The purpose of research is to discover answers to questions through

the application of scientific procedures.The main aim of research is to

find the truth which is hidden & which has not been discovered as yet.

Though research study has its own specific purpose.


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TYPES OF RESEARCH:

In dealing with real life problem it is often found that at hand are

inadequate & hence it becomes necessary to collect data that are

appropriate.There are several ways of collecting the appropriate data,

which differ considerably in context of money costs, time & other

resources at the disposal of the researcher.

Their basicallytwotypesofdata:

(a) PRIMARY DATA;

This is the data which can be collected either experiment or

through survey.If researcher conducts an experiments,he observes

some quantitative measurements, so this is data with the help of

investigator search the data by their own.

(b) SECONDARYDATA:

This is the data which have already been collected & analyzed by

Someone else, so an investigator search the data.With the help of

Secondary resources such as newspaper, magazines, internet,

Books etc.


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THIS PROJECT REPORT I HAVE COMPLETED WITH THE HELP

OF PRIMARY DATA ON WHICH I COLLECTED DATA BY

PREPARING QUESTIONNAIRE CONTAINING BOTH OPEN ENDED

& CLOSE ENDED QUESTIONS.THE SAMPLE SIZE CHOSEN WAS

13.THESE SAMPLES CONTAINED PEOPLE FROM DIFFERENT

POSITIONS LIKE SR.MANAGER. SR. EXECUTIVE ETC.

ANOTHER WAY OF COLLECTING THE DATA WAS THAT OF

OBSERVATION. OVERTHE 2 MONTHS, I KEENLY OBSERVED THE

PROCESS OF PAY & ALLOWANCE.

THE THEORY FORTHIS PROJECT REPORT WAS COLLECTED

FROM VARIOUS SOURCES LIKE THE INTERNET,BOOKS,

PERSONNEL MANUAL ETC. MOREOVER,INFORMATION

GAINED DURING THE OBSERVATION & INTERACTION WITH THE

EMPLOYEES PLUS MY OWN EXPERIENCES WERE THE

VALUABLE INPUTS.


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88

The Following are the questions of the questionnaire along with their

responses & analysis:

Q1. For how long you have associated with the organization?

There was no specific amount of time of association with the

Organization. Different respondents were at different positions.

Some had joined recently while there were some who had been

With the organization for last 20 years.

Q2. Do you have full knowledge about Pay & Allowances given to you by

your organization ?

Majority of the respondents said that they have full knowledge about

Pay & Allowances given to them by the organization.

Q3. How many allowances do you get in a year?

(a) 2

(b) 3

(c) 4


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(d) above 5

5%

15%

20%60%

2

3

4

above5

ANALYSIS:

This graph shows that 5% of the respondents get 2 allowances in a year.

15% of the respondents shows that they get 3 allowances in a year.while

80% of the respondent says that they get 4 & obove 5 allowances in a year.

Hence, we can say that majority of respondents get more than 4 allowances

in a year.

Q4. Are you satisfied with your Pay Scale given by the organization


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According to your job profile?

(a) Yes

(b) No

85%

15%

yes

no

ANALYSIS:

This graph shows that only 15% of the respondents are not satisfied with

their Pay scale. However, the rest 85% of them are satisfied with their

given pay scale.

Q5.Do you think Pay & Allowances provided to you meets your family


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needs?

(a)Yes

(b)No

(c) cant say

80%

15%

5%

yes

no

can'tsay

whetherpay &

allowances

meetstheirfamilyneeds?

ANALYSIS:

The above pie-chart shows us the respondents views on whether Pay&

Allowances meets their family needs or not.From the above chart, we can

infer that 5% of the respondents have no opinion regard this. While 15% of

the respondents said that Pay &allowances doesnt meets their family

requirements.However majority of the respondents said that Pay &

Allowances given to them are sufficient to meet their family requirements.


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Q5. Do you think according to growing needs of employees allowances

should be increased?

(a) Yes

(b) No

90%

10%

yes

No

with growingneeds

allowancesshouldbeincresed?

ANALYSIS:

This pie chart shows the responses of the target population to the above

mentioned question.Majority of the respondents said yes, that allowances

should be increased.However, there were some respondents who said that

no to the above mentioned question.


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Q6. On what basis allowances fixed in your organization?

(a) Basic pay

(b) promotion

(c) seniority

(d) policies of companies

ANALYSIS:

All of the Respondents said that their allowances are fixed on Basic

pay.

Q7.Do you think that there is any need of change in the present system of

Pay & Allowances?

(a) Yes

(b) No


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65%

35%

yes

o

Anyneedof

change in

present

systemof

Pay

a

o

ances

ANALYSIS:

According to the above graph, about 65% of the respondents agree to the

Fact that there is a need of change in the present system of pay &

allowances . However, these respondents vary in their degree of agreement.

Moreover, there were some respondents (35%) who did not agree with the

Fact.

Q8.Do you think that there is any other allowances which must be provided

to you by your organization?

(a) yes

(b) No


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96

(c) cant say

55%

35%

10%

0%

10%

20%

30%

40%

50%

60%

yes o can

tsay

all ances ased n er r ance

%

responde

ANALYSIS:

This bar graph shows that 55% of the respondents wants that some of the

allowances should be based on performance of the employees.while 35%

of the dont agree with statement. However, 10% employees dont want

to say anything.

Q10. Are you getting any type of non-monetary benefits from the company?

(a) Yes

(b) No


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90

10

yes

no

Areyou

getting any

non-

monetary

benefit?

ANALYSIS:

The above pie-chart shows that maximum respondents are getting non-

monetary benefits.However, 10% of the respondents are not getting that

benefits .

Q11.Do you think that KRIBHCO pay package is attractive?

(a) Yes

(b) No


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70

30

0

10

20

30

40

50

60

70

80

ye o

paypackage isatt acti

e

f

esponde

ANALYSIS:

This bar graph shows that 70% of the respondents agrees with the fact that

there pay package is attractive. However 30% of the respondents feel that

there pay package is not so attractive.There is a difference of opinion

between the respondents.

Q12. Your suggestions to make the system of Pay &Allowances more

efficient?

So some of the opinion given by the respondents were:

Allowances based on performance


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Allowances should be revised from time to time.

Pay must be increased & according to performance.


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100


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Based on the data analysis of 15 responses to the questionnaire, thefindings can be summarized as follows:

Employees are not much satisfied with the way of giving

allowances.

Employees of lower grade get less pay according to their work.

Higher level employees more or less are satisfied with their Pay &

allowances.

Organization offered many types of allowances to their employees.

There is a great difference of providing allowances between contract

based employees & permanent employees on same level.

Employees also gets non- monetary benefits.

There is no such interaction between the superiors & the employees

regarding their pay & allowances.

Employees of all levels specially lower level needs certain change in

pay & allowances given to them.

Allowances are based on the basic pay.

Right now ,employee are satisfied to the larger extent due to

implementation of sixth pay commission.


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Based on my observation & participation in the whole system on Pay &

Allowances of the organization ,I would like to make the following

recommendation.

There is a need of giving almost equal allowances to the permanent

employees as well as contract Based employees.

Increments should be given according to performances of the

employees. So, that they could feel motivated.

Allowances like recreational allowances & conselling allowances

Should be given to the employees.

There should be certain allowances which must be according to the

Performance of the employees like canteen, daily allowances etc.

The benefits like liveries should be given according to the grades of

employees. Actually lower & middle level employees should get these

benefits not the upper level .

There should be a method of regular interaction between the

Superiors & the employees.


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More of education allowances is to be provided to the employees of

grade D to O .

There should be certain developed method through which superiors

Can know about the perception of their employees towards Pay &

Allowances offered to them. For which ,I want to recommend a

Performa:-

ALLOWANCES SATISFACTION FORM:

(TWICE IN A YEAR )

NAME:

DESIGNATION:

AGE:

CONTACT NO:


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HOW SATISFIED ARE YOU WITH THE FOLLOWING:

VERY FAIRLY SATISFIED FAIRLY VERY D UENOT

SATISFIED SATISFIED SATISFIED SATISFIED APPLY

(1) D.A:-

(2) H.R.A:-

(3) C.C.A:-

(4) LEASED

ACCOMO-- DATION:-

(5) NPA:-

(6)CASH

HANDLING

ALLOWANCES:-

(7) OVERTIME

ALLOWANCES:-

(8) MEDICAL

ALLOWANCES:-


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ALLOWANCES:-

(18) FURNISHING

ALLOWANCES:-

Your suggestion:-..

Employees those childrens are meritorious should be provided with

Certain allowances according to their grade.


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After completion of this project & based on the responses of the

respondents , we can conclude that the employees are more or less happy

With their pay & allowances .But they want certain minor changes in it.

Actually , what happens pay is something for which employees work in the

organization & allowances make them feel that they really care about them.

The organization is really provides good pay packages specially with the

effect of 6th

pay commission.It also provides various types of allowances

including ( daily allowances, canteen allowances, education allowances etc.)

which really benefits the employees.But it should be revised from time to

time as per changing needs of employees.

To sum up,I can say only that employees are satisfied with the system of

pay & allowances they like to have a minor changes in the system( as

suggested in the recommendation specially in lower levels).

Nevertheless, the organization is fairly taking care of their employees in a

nice manner.


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BIBLIOGRAPHY:-

1. www.wikipedia.com

2. www.kribhconet.com

3. www.kribhco.org

5. www.answer.com

6. www.google.com

7. Personnel manual- KRIBHCO

8.Human resource management- c.v mamorial.

9. www.ask.com


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QUESTIONNAIRE:-

(Information used in the questionnaire will not be revealed & its only forresearch purpose.)

NAME:

DESIGNATION:

CONTACT NO.:

ORGANIZATION NAME:

1. For how long you have associated with the organization?

.

2. Do you have full knowledge about Pay & allowance given to you by ourorganization?

(a) Yes (b) No

3. How many allowances do you get in a year?

(a) 2 (b) 3 (c) 4 (d) above 5

4.Are you satisfied with your pay scale given by the organization

according to your job profile?


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(a) Yes (b) No

5. Do you think Pay & Allowances provided to you meets your familyneeds?

(a) Yes (b) No (c) cant say5. Do you think according to growing needs of employees allowances should

be increased?

(a) Yes (b) No

6. On what basis allowances fixed in your organization?

(a) Basic pay (b) promotion (c) seniority (d) policies of company

7. Do you think there is any need of change in the present system of Pay &Allowances?

(a) Yes (b) No

8. Do you think that there is any other allowances which must be

provided to you by your organization?

(a) yes (b) No

9. Do you think that some of the allowances should be given on the

basis of the employees performances?

(a) Yes (b) No (c) cant say


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10.Are you getting any type of non-monetary benefits from the company?

(a) Yes (b) NO.

11.Do you think that KRIBHCO Pay package is attractive?

(a) Yes (b) No

12. Your suggestions to make the system of Pay &Allowances more

efficient.

THANKYOU FOR YOUR COOPERATION


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Documents

m i m Kirbhco Project Pg 14